ASSISTANT HR OFFICER

Duties

A GS-0201-13, ASSISTANT HR OFFICER:

• The incumbent serves as a full assistant to the Human Resources Officer. The incumbent shares in and assists the Human Resources Officer with advising TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. The incumbent shares in and assists the Human Resources Officer with overall responsibility for the full range of HR management major duties and responsibilities as follows
  • Directs the planning, operations, and administration of determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers Full-Time Workforce career development programs.
  • Directs the planning, operations, and administration of the S/T/DC federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Directs the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA). Directs the planning, operations, and administration of the S/T/DC Special Provision Disability and OPM disability retirement requirements.
  • Applies Equal Opportunity (EO)/EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. May supervise the EEO administrative only, EEO cases will report directly to TAG/CG or Director of the Joint Staff (when filled by a General Officer). Directs the development and administration of EO Programs. Coordinates procedures for monitoring progress of all minorities, and providing documentation required from records within the office.
  • HR Information Systems: Directs the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services).
  • Directs the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program.
  • Directs the planning, operations and administration of the position classification and position management program, S/T/DC manpower policies and directs their implementation with OPM, DoD, DA, DAF, and NGB policies and authorizations. Directs the accomplishment of: position reviews; timely forwarding of appeals with appropriate substantiation to the DoD Defense Civilian Personnel Advisory Service (DCPAS) or OPM; timely implementation of classification packages.
  • Directs the planning, operations, and administration of the S/T/DC merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. Directs the implementation and administration of special emphasis staffing programs.
• Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints.
• Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment.
• Other duties as assigned.

Requirements

Conditions of employment

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a trial period.
• Participation in direct deposit is mandatory.
• U.S. Citizenship is required.
• A resume and supporting documents must be submitted (see "How to Apply").
• This position is subject to provisions of the DoD Priority Placement Program.
• Must be able to obtain and maintain the appropriate security clearance of the position.
• This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.
• Position requires ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.
• May occasionally be required to work other than normal duty hours; overtime may be required.
• Duties and responsibilities may significantly impact the environment. You are responsible to maintain awareness of your environmental responsibilities as dictated by legal and regulatory requirements, your organization, and its changing mission.

Qualifications

GENERAL EXPERIENCE :
General experience is 3 years of progressively responsible experience that demonstrates the ability to:
1. Analyze problems to identify significant factors, gather pertinent data, and recognize solutions;
2. Plan and organize work; and
3. Communicate effectively orally and in writing.

SPECIALIZED EXPERIENCE :
Must have at least 36 months experience is experience that prepared the applicant to perform the duties of the position. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force. *refer to the "How You Will be Evaluated" section for the KSA's*
OR
1-year specialized experience must be equivalent to at least the next lower grade.

***Note: If this vacancy announcement indicates Specialized Experience, "1 year equivalent to at least next lower grade level", you must provide your last SF 50, if you are a current or former Federal Employee and you want to be considered under this provision.

Education

Education Requirements:
High School Diploma or GED

Degree Required: N/A

Additional information

If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency ( ).

- Certain incentive(s) may be available pending funding and approval but are not guaranteed.

EQUAL OPPORTUNITY :
The WA National Guard is an equal opportunity employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor.

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